yeah good point - I should elaborate.
First of all, we shouldn’t be punishing jdb without any evidence of what happened. That’s why he hasn’t been suspended, he has been stood down. Big difference.
When we stand him down, it is only because putting him on the field while charged with rape is detrimental to the nrl (whether people agree with that is a different argument). It isn’t a punishment.
So we can’t stand him down for an arbitrary amount of time (say 3 or 6 months). Because if it was bad for the game before, it is still bad for the game now. A compromise doesn’t make sense.
Now, what usually happens is that an employee is stood down while the employer conducts an investigation. That may take 3 months or so.
In this case however we have to wait for the courts, which are diabolically slow (it’s now 5 months since the alleged offence and it has only just been mentioned yesterday!). In all likelihood, jdb will miss the 2 most important years of his playing career.
Which brings me back to my point. If the trial was concluded within 6 to 12 months of the offence. Then jdb would miss about a season, maybe less. Personally, I am comfortable with this even if he is found not guilty. He made some pretty stupid decisions that got him in this mess.
However, as it stands he will probably miss two seasons.
In terms of procedural fairness, is that reasonable? We obviously all have different opinions and that is good.
Towards old timers post, it really depends on the persons job. If they are CEO, I think they should stand down the whole two years. If it is a teacher working with kids, they obviously have to stand down. If it is a mechanic and other employees are comfortable, why shouldn’t he be allowed to work?
So why can’t the NRL put JDB on the field? its bad for PR? Some sponsors might be temporarily put off? Is that enough to deprive him of his career? Old Timer has said yes. I previously said yes, but I’m starting to think no. It’s a tough one and look forward to seeing the courts decision.
Here is an interesting article, that looks into the issues
http://www.mondaq.com/australia/x/7...+outside+of+work+Can+an+employee+be+suspended
In particular look at the findings for
Downe v Sydney West Area Health Service